The Importance of Change Management in Every Organisation

At some point in most people’s working lives, and certainly in the life on an organisation, some form of major change is very likely to happen. There may once have been a time when a particular role was carried out unchanged for decades but that time has long gone in our digital age. It is now common for changes to technology or business processes, for instance, to happen very frequently.

An organisation could simply impose change on their employees with little discussion and preparation (and some do) but that is likely to lead to resentment, lack of engagement and fear. The concern most often cited by employees when a major change initiative is occurring is that they will lose their jobs – a far from minor concern that should be addressed by senior management at the outset.

When major or complex organisational change is planned, then it is essential to manage the change throughout the process from the early initiation through to implementation. Using a structured and formal change management approach will help ensure the change is welcomed by all so that the organisation can reap the benefits of that change.

photo/ Startaê Team via Unsplash

Far too often a major change is implemented but employees are demotivated so resist the change and continue to use old systems, processes etc. Clearly this is simply a waste of valuable resources: the time and cost to implement the organisational change and the waste of experienced, motivated employees. 

Complex organisation change should not be viewed by employees as something negative but rather an opportunity to step up to new leadership roles, learn new skills and gain new experience. Change can, and should, be a positive factor in the growth of an organisation and in the individual career prospects of it’s employees.

That message needs to be communicated and the change managed in such a way that the organisation gains the effective facilitation skills to deliver those benefits via a smooth process that develops greater buy-in and commitment and resolves issues earlier.

But just how can a formal change management process help?

How Formal Change Management Helps

A formal, structured change management process ensures that throughout the planning, specification and design of the new process, product or procedure that the human element is factored in to all decisions. 

It particularly involves clear, honest communication to all those affected starting with a clear message to leaders and transferring that message positively throughout the company.

It includes discussions and interviews with all those affected, it includes unambiguous documentation and positive articulation of the benefits and opportunities to individuals that the organisational change will have.

While some resistance to change is a normal part of the human psyche it’s also true that many people enjoy challenges and opportunities to improve, such as developing new skills. The sort of opportunities brought by major complex change – provided, of course, that it is managed well.

Even more advantageous from the organisational point of view is that establishing a formal change management process allows organisations to more smoothly and successfully implement future changes. It prepares teams and individuals, makes them less resistant to change and highlights the opportunities that change delivers.

When you look at it that way it is clear to see why formal change management is a contributor to the success of every organisation.

Author: Anna Preston